Wave of the Future: Using Brain Stimulation to Boost Employee Training

Neuroscience is by far the most exciting branch of science because the brain is the most fascinating object in the universe. Every human brain is different - the brain makes each human unique and defines who he or she is.~Stanley B. Prusiner

Neuroleadership and Brain Training at WorkNeuroleadership training and technology is steadily improving with many in the workforce following this lead (The term was coined by Dr. David Rock). With this in mind, there is a good chance that workplace training protocols may look different in the future. So, what will it entail? Well, according to recent studies on learning and memory, it most likely will involve pulsed, non-invasive transcranial stimulation (tDCS) also known as brain stimulation or deep brain stimulation. If you want this service for yourself or your company, or similar services, I highly recommend that you click here. This is our partner site, which provides Neuro-leadership, Brain Training, & Education for individuals and the workplace.

ElectroMagnetic PulsesBrain stimulation and neuroleadership for the brain at work involves “re-training your brain” through the use of electro-magnetic pulses. During this procedure, electrodes are places on various parts of your head and/or forehead – the areas that correspond with certain brain functions and activities. Steady low pulses of energy (electrical currents) are transferred through the electrodes to the brain tissues. This constant flow of energy to the brain is called transcranial alternating current simulation (tACS) or direct brain stimulation. This technique is non-invasive, meaning that it is relatively safe with little-to-no lasting side-effects. This is a critical element of any neuro-leadership brain training at work.

It is important to note that neuroleadership via brain stimulation is not new, although it probably sounds rather high-tech or advanced. In fact, it has been used for decades – just not for work-related functions. It has, however, been used in limited cases to aid neurological and neuropsychological conditions, such as: depression, anxiety, strokes, headaches, joint pain, chronic pain, dementia, muscular disorders, and epilepsy – to name a few (Nauert, 2017).

Neuroleadership & Brain Stimulation for Learning & MemoryDr. Shapour Jaberzadeh and his Monash University colleagues at the Department of Physiotherapy went a step further and developed a “newer” version of the current brain stimulation technique that could be applied to other areas outside of the traditional health paradigms – areas like: learning, memory, and employee training (Nauert, 2017) (i.e. Neuroleadership). These services are all offered via our neuro-leadership partner site.

Skill DevelopmentAfter numerous studies, the researchers found that this relatively unknown technique could actually accelerate how quickly the brain learns new material and tasks. More specifically, they found that students or employees, in this case, could increase the pace and the accuracy at which they learn new material, leading to an increase in productivity in the classroom or workplace – simply by limiting the amount of direct stimulation to the brain (i.e. “on” and “off” periods of stimulation) (Nauert, 2017).

Positive Changes in the BrainUltimately, Dr. Shapour Jaberzadeh and his team found that this new neuroleadership technique, along with intervals between the pulses (electrical energy), could produce positive changes in the brain. More specifically, the shorter the intervals were between the pulses, the greater the brain excitability (i.e. increased brain activity) (Nauert, 2017).

Rodent StudiesIn 2011, researchers from the University of Texas – Dallas, measured the effects of neuroleadership and brain stimulation on learning, and found that rats, who were tested with brain stimulation, and measured on task achievement performed the tasks more quickly and more accurately after the procedure.

In addition, the results indicated that even though the rats’ brain responses eventually returned to their pre-stimulation state, they could still perform learned tasks. Study results suggest that this new form of brain stimulation may accelerate learning and improve task acquisition in humans, as well (Science Daily, 2011).

Human StudiesIn a Sandia-led study, participants either played verbal or spatial memory training games for 30-minutes, while receiving brain stimulation to the left or right forehead (the parts of the brain responsible for learning, memory, and reasoning). The right hemisphere is involved in spatial tasks and the left is involved in verbal tasks (DOE/Sandia National Laboratories, 2017).

The neuroleadership researchers hypothesized that the participants, who received stimulation on the right side, while training on spatial (reasoning) tasks, would do better on the spatial test, but not necessarily on the verbal one, and those, who received brain stimulation on the left side, while training on verbal tasks, would do better on the verbal test, but not necessarily on the spatial one.

ResultsResults indicated that the spatial/right group performed better on the spatial (reasoning) test, and the verbal one. The spatial/left group, on the other hand, showed no noticeable improvement on the spatial test. The verbal/left group performed better only on the verbal test.

According to the researchers, the right hemisphere of the brain is not only responsible for reasoning; it is also responsible for strategy. Therefore, when the participants’ brains were stimulated in this area, during the verbal task, they got better at using these strategy skills on both of the types of tests – verbal and spatial (DOE/Sandia National Laboratories, 2017).

Neuroleadership, Brain Stimulation & Employee TrainingBrain stimulation and neuroleadership in the workplace, specifically employee training, could be highly beneficial to employees, managers, and the company, as a whole. As companies become more invested in employee satisfaction, brain stimulation will, in some sectors, be used to improve employee training programs, highlight employee strengths and weaknesses, and improve productivity, leading to increased revenue for the company. How would brain stimulation work in the workplace? For employees, brain mapping and brain stimulation would be used to determine what tasks (i.e. jobs) would be beneficial for them. The results could be used to guide employees towards careers that could fully utilize their skills and abilities.

Learning New TasksMoreover, brain stimulation could be especially helpful during employee training; helping new employees learn their tasks and helping long-term employees refresh and/or learn new job tasks. It could also be beneficial for managers because it would help them pinpoint the strengths and weaknesses of their employees, so they could assign appropriate tasks to them to ensure their success. Managers could then use the results of neuroleadership brain stimulation to highlight the employee’s strengths, and guide them towards areas of improvement, in relation to their tasks and job functions.

Employees that need extra training or re-training in certain areas could get the training they need and be re-tested. The company could use this technique to improve employee training, and with better training and brain stimulation, there would be a noticeable increase in company profit.

In essence brain stimulation would lead to a “re-training” of the brain, so that individuals could learn faster and better. Truthfully, it would most likely be a win-win situation for all involved – the key is getting companies to invest the time and money needed to help this technique become successful industry-wide.

Practical ApplicationsUntil neuroleadership and brain stimulation takes off, the closest thing companies can do to apply the concept of brain stimulation, during employee training to their workplace protocols, is to remove the brain stimulation part of the equation, relying on memory and learning games (as a precursor to training), developing an interactive training program that focuses on certain skills, learned through game play (computer-based or non-computer-based), and measuring the skills through observation, tests, and/or computerized games (specifically-geared towards applicable job skills). These services are all offered via our neuro-leadership partner site.

Memory TrainingFirst, employees would spend time learning various memory and learning games, geared towards the skills needed for the job (it is important to select games that are geared towards certain functions of the brain that coincide with the skills needed to successful perform the job).

Psycho-EducationThe second part of employee training would involve a neuroleadership classroom setting, complete with lectures, examples, discussions, activities, etc. – all geared towards the job skills needed. Third, there would be the “testing phase,” in which the newly acquired skills would be tested. Once the employees passed the initial “testing phase,” they would be assigned “observers,” who would watch them as they performed their jobs.

ObservationThe “observation stage” would last a few days with the neuroleadership “observers” documenting the employees’ speed (how long it takes to complete each task), accuracy (how accurate the employees are at performing each task), strengths and weaknesses of performing each task, and perception (how employees feel about each task).

Data ReviewFourth, after the “observation phase,” is over, the “observers” would take the results back to the managers, and the managers would meet with the employees, individually. The “meeting phase” would allow managers to inform employees of what their “observers” found. The neuroleadership managers would then praise the employees’ strengths and helps them improve areas of weakness, through more training and/or tips. In a sense, this method would primitively teach employees how to “re-train their brains, even without brain stimulation.

ConclusionIn summary, the world is changing and the workplace is changing. More and more companies are leaning towards neuroleadership through helping employees be more productive, without relying on the old industrial ways of hiring, training, and managing employees. In the future, the Fortune 500 companies will consist of those organizations that center on employee satisfaction, and those, who aren’t afraid to be creative, uplifting, and innovative.

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